CONTENTS

SL . N O 1 2 3 4 5 6 7 CHAPTER DETAILS PAGE NO.S 1

INDUSTRY PROFILE COMPANY PROFILE OUR PARTNERS COVERAGE METHODOLOGY OBJECTIVES DATA INTERPRETATION AN D ANALYSIS 8 CONCLUSIONS AND RECOMENDATIONS 9 QUESTIONNER 10 BIBLIOGRAPHY

THE

HISTORY OF INSURANCE

The roots of insurance might be raced to Babylonia, where traders were encouraged to assume the risks of the caravan trade through loans that were repaid (with interest) only after the goods had arrived safely practice resembling bottomry and given legal force in the code of Hammurabi (C.2 B.C.) the Phoenicians and the Greeks applied a similar system to their sea borne commerce. The Romans used burial clubs as a form of life insurance, providing funeral expenses for members and later payments to the survivors. With the growth of towns and trade in Europe, the medieval guilds undertook to protect their members from loss by fire and shipwreck, to ransom them from captivity by pirates, and to provide decent burial and support in sickness and poverty. By the middle of the 14th cen, as evidenced by the earliest known insurance contract (genoa, 1347), marine insurance was

practically universal among the maritime nations of Europe. In London, Lloyds Coffee House (1688) was a place where merchants, ships owners, and underwriters met to transact business. By the end of the 18th century Lloyds had progressed into of the first modern insurance companies. In 1693 the astronomer Edmond Halley constructed the first mortality table, based on the statistical laws of mortality and compound interest. The table, corrected (1756) by Joseph Dodson, made it possible to scale the premium rate to age; previously the rate had been the same for all ages. Insurance developed rapidly with the growth of British commerce in the 17th and 18th century. Prior to the formation of corporations devoted solely to the business of writing insurance, policies were signed by a number of individuals, each of whom wrote his name and the amount of risk he was assuming underneath the insurance proposal, hence the term underwriter. The first stock companies to engage in insurance were

chartered in England in 1720, and in 1735, the first insurance company in the American colonies was founded at Charleston, S.C. fire insurance Corporations were formed in New York City (1787) and in Philadelphia (1794). The Presbyterian Synod of Philadelphia sponsored (1759) the first life insurance corporation in America, for the benefit of Presbyterian ministers and their dependents. After 1840, with the decline of religious prejudice against the practice, life insurance entered a boom period. In the 1830s the practice of classifying risks was begun. The New York fir e of 1835 called attention to the need for adequate reserves to meet unexpectedly large losses; Massachusetts was the first state to require companies by law (1835) to maintain such reserves. The great Chicago fire(1871)emphasized the costly nature of fires in structurally dense modern cities. Reinsurance, whereby losses are distributed among many companies, was devised to meet such situations and is now common in other lines of insurance.

The Workmens compensation Act of 1897 in Britain required employers to insure their employees against industrial accidents. Public liability insurance, fostered by legislation, made its appearance in the 1880s; it attained major importance with the advent of the automobile. In the 19th century, many friendly or benefit societies were founded to insure the life and health of their members, and many fraternal orders were created to provide low-cost, members-only insurance. Fraternal orders continue to provide insurance coverage, as do most labor organizations. Many employers sponsor group insurance police for their employees; such polices generally include not only life insurance, but sickness and accident benefits and old age pensions, and the employees usually contribute a certain percentage o the premium. Since the late 19th century, there has been a growing tendency for the state to enter the fuels of insurance, workers especially against with respect and to safeguarding either sickness disability,

temporary

or

permanent,

destitute

old

age,

and

unemployment. The U.S. government has also experimented with various types of crop insurances, as landmark in thi8s field being the Federal Crop Insurance Act of 1938. in World War II the government provided life insurance for members of the armed forces; since then it has provided other forms of insurance such as pensions for veterans and for government employees.

LIFE INSURANCE IN INDIA:

Life insurance in its existing form came in India from United Kingdom (U.K) with the establishment of a British firm, Oriental Life Insurance Company in 1818 followed by Bombay Life Assurance Company in 1823, the madras equitable life insurance society in 1829 and oriental life insurance company in 1874.Prior to 1871, Indians lives were treated as sum standard and charged an extra premium of 15%. Bombay Mutual Life Insurance society, an Indian insure that came into existence in 1871, was the first to cover Indian lives at normal rates.

The Indian Life Assurance Companies Act 1921 was the first statutory measure to regulate life insurance business later , in 1928 the Indian Insurance companies Act was enacted, inter alia, to enable the government to collect statistical information about life and non-life insurance business transacted in India and foreign insurars, including the provident insurance societies. In 1938, with view to protecting the interest of the insuring public, earlier legislation was consolidated and amended by insurance Act, 1938 with comprehensive provisions for detailed and effective control over the activities of insurances. In order to administer the aforesaid legislation, an insurance wing was established and attached first with the Ministry of Commerce and the Ministry of Finance. This for ministry policy was administratively responsible matters

pertaining to insurance. The actuarial and operational matter relating to the insurance industry were looked after by an attached office in shimla, headed first by Actuary to the of Government Insurance of and India, finally then by by the superintendent

controller of Insurance. The act was amended in 1950,

making far reaching changes such as requirement of equity capital for companies carrying on life insurance business, ceilings on shareholdings in such companies, stricter control and on investment other of life insurance to the companies, submission of periodical returns relating to investments such information controllers are he may call for appointment and agency commission incorporate of the Insurance association of Indian formation of councils and committees thereof. By 1956, 154 Indian insurance, 16 non- Indian insurance and 75 provident societies were carrying on life insurance business in India. Life insurance business was confined mainly to cities and better off segments of the society. On 19th January 1956, the management of life insurance business of 245 Indian and foreign insurances and provided societies, then operating in Indian was taken over by the central government and then nationalized on 1st September 1956. LIC was formed in September, 1956 by an Act of Parliament, Viz LIC Act, 1956, with capital contribution of Rs. 5 Crore from the Government of India.

The then finance Minister, Shri C.D. Deshumuk , while piloting the bill for nationalization , outlined the objectives of LIC thus to conduct the business with utmost economy in a spirit of trusteeship, to change premium non higher than warranted by strict actuarial considerations to invest the funds for obtaining maximum yield for the policy holders consistent with safety of the capital l. In order to render prompt and efficient service to policy holders the recommendations of the Administrative reforms commissions as under. To spread life insurance much more widely and in particular to the rural areas and to the socially and economically backward classes. To mobilize peoples saving by making insurance liked savings adequately attractive. To brain mind, in the investment of funds, the primary obligation to its policy holders whose money it holds in trust without losi9ng sight of the interest of the community as a whole.

 To conduct business with utmost economy and with the full realization that money belongs to the policyholders. To act as trustees of the Insured public in their individual and collective capacities. To meet various life insurance needs of the community that would arise in the changing social and economic environment. To promote amongst all agents and employees of the Corporation, a sense of participation, pride and job satisfaction through discharge of their duties with dedication towards achievement of corporate objectives.

REVISION OF CHARGES:
The company reserves the right to change the investment charge at any time with prior approval from the insurance regulatory and development authority, up to maximum of 1.5% per annum of the net assets for each of the (for regular premium unit linked plan).

 The company reserves the right to revise the charges including the right to change the manner in which charges are to be recovered by the company. The company also reserves the right to introduce new charges. Any revision or introduction will be with prospective effect with approval from IRDA and after giving a notice to the policyholders. The company reserves the right to change the fund related charge pertaining to the net assets under the plan(s)at any time with prior approval from the IRDA up to maximum of 2% per annum of the net assets for each of the plans. The company reserves the right to change the fixed monthly charge at any time with the prior approval from IRDA up to maximum of Rs. 50 per month (in case of Smart Kid unit linked single premium II) and Rs.120 per month (in case of Smart Kid unit linked regular premium II).

 The policyholder who does not agree with the modified charges shall be allowed to withdraw the units in the plans at the then prevailing unit value and terminated the policy.

REVIEW OF LITERATURE
Human resource development is an essential part of any business Enterprise. Amongst the five M s like Materials, Machine, Men and Money. The most important is human resource (men), which will ensure the organization and its development towards profitable nature. The handling of human resources and bring them to the behavioral pattern to suit the organizational goal is a vital element in the personnel management since this area is vital where the other management as explained above will take care for the proper utility and end products. Thus industrial manpower planning has become one of the fundamental responsibilities with personnel manger. This need to anticipate and provide for right man power requirement as laid to their importance of man power planning as a vital function in the area of staffing or the functional person. In case of large organizations naturally such with their personnel being a departments staff function department

performs this function. Manpower planning is obviously concerned with optimum use of human resources and

can be of benefit at national level as well as at company level. For example at the national level it would be concerned with population, Economic development, provision of facilities for education, geographical mobility etc., and would be responsibility of the

government. Manpower planning stages can even be under taken at trade associations level for a particular industry. Manpower planning involves the following steps: 1. The first step is to determine the period for forecasting the requirement of the manpower in the future ( i.e., the end of the first year , second year third year etc.)

2. From the number available at the commencement of the period, the next step is to deduct the wastage result through deaths, resignations, and discharges. These two above comparisons would in an ascertainment of the manpower requirement at the end of the period concern.

3. In case of shortages, the next step would be to consider how such shortages are to be made through fresh recruitment and/or promotions from within and any training or development facilities would be required for this purpose. 4. Where surpluses are anticipated the next step would involve how these surpluses would be dealt with, like through early retirements, discharges, layoffs, etc. In this way, manpower planning seeks to ensure that the requirements of personnel processing the necessary skills are available at the right time. As per Dr. Therneja emphasized Management can ensure control of labor Costs by avoiding both shortages and surpluses of man power through proper man power planning. He stresses that under estimation either recruiting quality or quantity of man power requirements would lead to short falls of performance, whilst over estimation would result in unavoidable costs to the organization. He suggests that whilst it is necessary to

project deep into the future for skills, which would require longer period of training. It must also be remembered that if the period selected are too long, or if the forecasts are likely, to be less accurate in view of the inability to project effectively the likely changes in the economic, social and technological spheres. Keeping this caution in mind, forecast can be made short-term up to 2 years, medium term for a period 3 to 5 years and long term for a period of longer than 5 years. Reasonably accuracy can however, be expected only in case of short- term forecast up to 2 years. In any event such forecast are to be periodically reviewed and readjusted. Hence, the importance of human resources in personnel management is being increasingly realized in industrial and non- industrial organizations in entire globe. This realization has come above because of increasing complexity of the task of mangers and administrators. In most organizations the problems of getting the competent and relevant persons, retaining them, keeping up their motivation and morale and helping them to both continuously growth and contribute their best to the organization are now viewed

as the most critical problems. A rapid change are also seen in the employees who join the organizations newly as we find expectations are different, they have different values and norms and they are certainly more competent more individual than employees who were in the past. These aspects no doubt is a great asset to the organizations but may become problems to the organization if the management is not able to mange human resources properly. So far the personnel function was confined to recruitment, human salary, administration more and industrial other relations. However, organizations have realized that resources are valuable than resources and that their proper management can tremendously help the organizations to maximize the utilization of other resources. People are now searching materials to use in rising the standard of the personnel function. Thus growing in importance of personnel management is reflected both in specialization in the field of personnel management as well as in the eagerness and willingness of line people. The future trend therefore is likely to be in the direction of both diffusion of this function in Line Management and its

higher specialization to be managed by the personnel people. The important topic chosen in for the Dissertation area of in an

function

the

personnel

management i.e. induction, selection and recruitment as explained above in which it provide the background knowledge of discipline of the management of human resources. According methods have been laid upon human resource planning , recruitment and selection process ( which is a vast subject ) could not be dealt in the project selected like testing interviews, promotion , transfer, absenteeism, turn over , employee training , executive management development and performance appraisal. Thus limiting to what ails support ness which factors generally leads to work stoppages, resulting in serious turmoil in the life of organization, and how much industrial strives and can be avoided and dealt with a brief highlighting other aspects. Thus indication in the dissertation will take place after the placement in the organization which followed after an offer of employment has been extended and accepted, the first stage in procurement function is

completed, normally that of placement of individual on the new job and orientation him to organization. This means the determination of the job to which an expected candidate is to be assigned and his assignment to that job. Matching of what the supervisor has to think, he can do with the job demand (job requirement) it is a matching of what he imposes (in strain work conditions) and what he offers in the form of pay roll, comparison shift with others, promotional possibilities etc. employee with This makes proper placement reduced employee turn over of like

absenteeism rates etc by improving morale. After the selection the employee is to be on approbation period ranging form one year to two years, after that his employment may be regularized provided that during this period his work has to be very satisfactory. Only in rare cases, the employee once placed, asked to quit when there is some thing in serious against him or he is found guilty or negligence in the performance of his duties. Thus induction is after the placement of an employee by adoption of proper procedure for selection and recruitment for the sake of project. The definition framed as Recruitment is the discovering of potential applicants for actual or anticipated organizational

vacancies in other word it is the link activity bringing together those with jobs and thus seeking jobs. Thus recruitment is a process to discover their sources of manpower to meet the requirements of the staffing schedule and to employ the effective measures for attracting the manpower in adequate opportunities to facilitate effective selection of an efficient working force. Accordingly the purpose of recruitment is to locate source of manpower to meet the job requirements and job specifications. The next work in the project can emphasized the procedure concerned with securing the relevant information about the applicant. This information is secured in a number of steps or stages. The objectives of selection is to determine whether applicant have the qualifications for a specific job and reliable to perform his job. The procedure is not single act but it is essentially series of methods or steps or stages by which additional information is secured about the applicant at each

stage, which leads to the rejection of application. A procedure may be compared to a series of successive hurdles or barriers, which an applicant must cross. They are indented as screens and they are designed to eliminate an unqualified application at any point in the process. This technique is known as successive hurdles techniques not of selection process include all its hurdles. The complexity of process; usually increases with the level and responsibility of the position to be filled. Thus an effecting selection programme is an information random process because this selection have been chosen on the basis of assumptions that they are more likely to be Better employees than those who have been rejected. Hence it is an activity typical follows up of the standard pattern, beginning with an initial screening, interview and with final employment position. Next comes the induction of the project whose objective is when a new comer joins in the organization is an utter stranger to the people, workplace and work environment. He may feel insecure, shy and nervous. The first few days he may be anxious and disturbing once for him. He may have anxiety caused by not

following

the

usual

practices

prevalent

in

the

organization, or the haphazard procedures and lack of information. These may develop advancing behavior. Induction leads to reduction of such anxieties with present employees and with other colleagues and it is the responsible of the management to introduce the new comer. Thus induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purpose of the organization. In other word as it is a welcoming process, given an idea to a new comer to make him feel free at human and generate him to feel that it is his own job. However small is meaningful as significantly as part of the total organization induction is all the more important to built a positive relationship between a company and it employee. RECRUITMENT: Recruitment behaviors from organization to organization, business to business and task to task to

any of it from the first stage in the process, which continues the other steps of dissertation. For a successful recruitment lot of planning in the area of expertise fields like personnel, administration, technical scientific, materials, etc., knowledge is prerequisite for the recruitment. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. It is a discovery of human resources for a personnel manager to see the potential applicants for actual or anticipated organizational vacancies, in other words it is the liking activity bringing together those with jobs and those seeking jobs. Thus the factors for recruitment differs: 1. Size of the organization 2. The employment conditions in the community where the organization is located.

3. The effects of past recruiting efforts, which shows, the organizations ability to locate and keep good performing people. 4. Working conditions and salary and benefit packages offered by the organization and which may influence turn over and necessitate future recruitment. 5. The rate of growth of organization. 6. The level of seasonality of operations and future expansion and production programmes and last but not least is cultural, economical and legal factors. To high lighten the theories of recruitment is as spelled out Recruitment is of two way street it takes a recruite and recruitee just as the recruiter as a choice whom to recruit and whom not so also the prospective employee has to make a decision if he should apply for that organization job. The individual makes this decision usually of three different bases, the objective factor critical contract and subjective factor. The objective factor theory views the process of organizational choice as being one of the weighing and

evaluating a study of measurable characteristics of employment and offers such as pay benefits, location opportunity for advancement the nature of the work to be performed and educational opportunities. Also the critical contact theory studies that typical candidate is unable to make a meaningful differentiation of organizations offers in terms of objective or subjective factors because of his limited or very short contact with organization. Choice can be made only when the applicant can readily perceive the factors such as behavior of the recruiter, nature of physical facilities and efficient information processing, better working associated with the application. More over the subjective factor theory emphasizes the congruence between personality patterns and image of the organization i.e., chances are made on a highly qualified personnel and emotional basis. But, however, there will be constraints and limits the freedom of manager to recruit such as: a)The image of the organization b)The un attractive job

c) Internal organizational policies d)Union requirements e)Government influence. However, a personnel manager can follow the following steps of personnel recruitment process having wider elements like, a recruitment policy a recruitment organization, a forecast of manpower, the development of sources of recruitment and different techniques used for using these sources and method of assessing recruitment programme.

ADOPTION OF RECRUITMETN POLICY The recruitment policy may involve a commitment to broad principles such as filling vacancies on the basis of qualified individuals. It may embrace servers issues such time as extent of promotion and from employees, of present handicaps, minority groups women employees, part employees, friends relatives employees. It may also involve organizational system to be developed for implementing recruitment programme and procedure to the employed. The success of recruitment programme must be well considered and pre planned policy based on

corporate goals, study environment and corporate needs which go a long way to man the organization with the right type of personnel. As such a good recruitment policy must contain these elements such as organizations objectives area wise, job wise etc. Together with identification of the recruitment needs to take decision recruiting the balance of qualitative dimensions of the would be reruitees i.e. the recruiters accordingly work out the mans specifications outside the section, department or branches where they should be placed and identify the particular responsibilities which may be immediately assigned to them followed by preferred sources of recruitment which would be taped by the organization. Example, for skilled or semi skilled manual workers, internal sources and employment exchanges may be preferred managerial for highly specialized other category besides and the personnel, sources

former, may be utilized and finally criteria of selection and preferences must be based on conscious thought and serious deliberations. In some cases trade unions may be sold in working out the recruitment policy. In

others, management may take the unilateral decision like cost of recruitment and financial implications etc. Thus the recruitment policy in its broadest sense, involves a commitment by the employer to set general principles as 1. To find and employ the best qualified persons for each job. 2. To retain the best and most promising of those hired. 3. To offer promising opportunities for lifetime working career 4. To provide programmes and facilities of personnel growth on the job. The above high lights to arrive pre-requisites of a good recruitment policy, which specify the following conditions. 1. It should be in conformity with its general

personnel policies. 2. It should be flexible; enough to meet the changing needs of an organization.

3. It should be so designed as to ensure employment opportunities for its employees on a long-term basis so that the goals of the organization should be achievable and it should develop the potentialities of employees. 4. It should match the qualities of employees with the requirements of work for which they are employed and 5. It should highlight the necessity of establishing job analysis The above all the factors which contributes in recruitment programme also kept in mind such as skills requirement the study of labor market general economic conditions and image of employer.

To improve upon the reputation of the organization also plays a vital role in there recruitment in the area of paying fair wages, providing good employee benefits and taking interest in employee welfare activities would attract a large number of applicants than it needs without any extra recruiting effort.

METHOD AND TECHNIQUES OF RECUITMENT Even though there will be recruitment policy for individual techniques organization, of however policy the methods by or the recruitment followed

organization may be based on three categories i.e. direct indirect and third party Direct methods, which are also called as trailing recruiters which extracts from professional bodies like universities, colleges and technical institutions. Indirect methods which is universally used or commonly involved in this type of method which lies in advertisement in newspaper, on the radio, in the trade and profession journals technical magazines, brochures, employment news, employment cell in universities, etc. Advertisement in newspapers in the most useful method whenever qualified or experienced personnel are not available from other sources. Senior posts are likely filled by such methods when they cannot be filled by promotion.

However, the advertisement must have a strategy in personnel recruitment keeping three points in mind before an advertisement is inserted. The first to visualize the top of application The second, to write out the list of advantages of a companys efforts; in other word why the reader should work for the company The third, to decide where to run the

advertisement, not only in which area, but in which news paper having a local, state or nation wide circulation. Third party methods which include commercial or private employment agencies, state agencies, placement offices of schools, colleges all professional associations, recruitment firms consultancy firms. A periodically evaluated programme is the right criteria for the method and techniques of the recruitment. This information is to be improved the

recruiting

process.

Recruiting

should

take

into

consideration ethical practices such as use of truth in hiring that is telling the applicant about the firm and its decision both good or bad to enable him to decide whether join or not to join the firm if selected. This necessitates a well-defined recruitment policy, a proper organizational structure procedures for looking sources of manpower resources, suitable method sand techniques for utilizing these constant assessment and consequent improvement. SELECTION The maintaining managerial procedure. The human resources required for the organization after the recruitment Basically stage is finalized this still may they be the a proper task have of a selection to induct in the field of task is foremost in an organization. personnel management must operative which and functions are labor, of personnel developing, and of administration, procuring,

utilizing

supervisory a discussion

force are devoted to

procurement using the principle of scientific selection

verification and declaration from the technical and production areas of mangers with full co-operation, involvement of service departments in particular and technical field departments will make selection viable. Hence, the selection procedure in a collective effort come out with everybodys involvement in the areas of technical services, finance, materials etc. Until there is effective representation form these areas, selection to various departments cannot be catered and if any deviation will result in the downfall of productivity and business losses. Hence, a proper selection procedure has to be adopted in every organization. Selection process or activities typically followed by a standard pattern, beginning with an initial screening interview preliminary application and concluding with final employment of decision. The professional selection process includes screening form interviews, tests completion employment comprehensive

background investigation, physical examination final employment decision.

RESEARCH METHODOLOGY
To find out the nature of Performance appraisal system in ICICI Prudential Life Insurance in Jaynagar branch at

Bangalore, both primary and secondary data were collected. Primary data was collected from the employees in the company through well-structured questionnaire. The secondary data regarding the profile of the company has been taken reference form the records available. TOOLS OF DATA COLLECTION The tools for collecting data is questionnaires. The researcher gave all the questionnaires to the manager. Manager called the employees and asked them to fill the questionnaire. STATISTICAL TOOLS USED PERCENTAGE ANALYSIS In this research, various percentages are identified in the analysis and they are presented pictorially by way of bar diagrams in order to have a better quality.

BAR DIAGRAM Bars are the most commonly type of diagrams used in practice. A bar is thick line whose width is shown merely for attention. They are called one-dimensional

because it is only the length of the bar that matters and not the width when the number of items is large, lines may be drawn instead of bars to economize space. SAMPLING PROCEDURE The sampling method used was random sampling. This sampling method was used because of lack of time and lack of thorough knowledge about the universe. The sample size was fixed to 20 respondents; the sampling procedure is response form. SAMPLING UNIT The respondents have been selected form

employees ICICI Prudential Life Insurance. SAMPLE SIZE The sample size is limited to 20 respondents due to the busy schedule of employees.

Chi-Square Analysis This test is one of the simplest and most widely used in statistical work. Karl Pearson first used this test in the year 1890.

OBJECTIVES
To conduct a detailed study on the Recruitment and Selection system of ICICI Prudential Life insurance.

 To know the Internal and External sources of the company To highlight the direct and indirect method of requirements To evaluate the effectiveness of various sources of Recruitment and Selection process. To suggest the company in designing most

promising requirement & selection policy To find out whether the employees are satisfied about the Recruitment & Selection procedures.

LIMITATIONS OF THE STUDY

i.

The survey is limited only to the locality of Adoni.

ii.

The study conducted is limited only to a certain period of time. It has been conducted over a period of forty days only and the opinions and views of respondents may change in the course of time.

iii.

Inspite of my best possible convincing efforts, some people were reluctant to answer the questionnaire and some other ones though filled it, didnt manage to put in the replica of their views.

iv.

Though I thought of collecting information from larger group, the sample size of the survey was limited to just 50 respondents because of lack of time. If further time had been invested, then the report could have been more comprehensive.

Table 1. Table showing the most effective source of attracting applicants for executive position:

DIMENSIONS Employee Referrals Walk- In Employee Leasing Total

RESPONDENTS PERCENTAGE 70 10 20 100 70 10 20 100

Chart 1.

Employee Referrals Walk- In Employee Leasing

Inference: From the table and above diagram, 70 % of the employees responded that they were recruited through Employee Referrals, 20% were through Employee 70% Leasing, and 10% were through Walk In. It is noted that majority of employees i.e. were recruited thorough Employee Referrals.

Table 2.

Which is the most effective source of attracting applicants position? DIMENSIONS Media Advertisement Profiles available in resume data base Total RESPONDENTS PERCENTAGE 30 70 100 30 70 100 for senior executive/managerial

Chart 2.

Media Advertisement Profiles available in resume data base

Inference: From the above table it is clear that 30% of the respondents are expressed their opinion for attracting the applicants for the post of senior executive/managerial position is through media advertisement and 70% are expressed through profiles available in resume database.

Table 3.

How the company does recruits fresh graduates: DIMENSIONS Walk In Campus Recruitment Consultants Employee Referrals Total RESPONDENTS PERCENTAGE 25 50 20 5 100 25 50 20 5 100

Chart 3.

Walk In Campus Recruitment Consultants Employee Referrals

Inference: From the above table it is clear that the 50% of the respondents expressed fresh graduates are recruited through campus recruitments, 25% are through walkin, 20% are through consultants, and remaining 5% are through employee referrals.

Table 4.

Who are the personnel involve in determining the recruitment criteria DIMENSIONS Department Staff Head Recruiter Department Head with Head Recruiter Total RESPONDENTS PERCENTAGE

10 30 60

10 30 60

100

100

Chart 4.

Department Staff

Head Recruiter

Department Head with Head Recruiter

Inference: From the above table it is clear that the 60% of the respondents are expressed their opinions the personnel involve in determining the recruitment criteria are department head with head recruiter, 30% are expressed their opinion has the head recruiter, and 10% are expressed has the department staff.

Table 5.

Among the recruitment sources which source gets the most acceptable candidates DIMENSIONS Employee Referrals Consultants Media advertisement s Internet Walk- In Total RESPONDENTS PERCENTAGE 5 10 10 5 70 100 5 10 10 5 70 100

Chart 5.

Em ployee R eferrals C onsultants M edia adv ertisem ents Internet W alk- In

Inference: From the above table it is clear that the 70% of the respondents expressed their opinion that the acceptable candidates are recruited through walk in, 10% through consultants and media advertisements, and 5% through employee referrals and internet.

Table 6.

Does the company frame rules (or) boundaries that a candidate for a specific job should be selected from a particular source KIND OF OPINION Yes No Total RESPONDENTS PERCENTAGE 90 10 100 90 10 100

Chart 6.

Yes No

Inference: From the above table it is clear that the 90% of the respondents expressed their opinion that the company should frame rules or boundaries for a candidate, and 10% are the company should not frame any rules or boundaries for a candidate.

Table 7.

What are the e-recruiting sources you are depending upon DIMENSIONS Naukri Monster Jobs Time Total RESPONDENTS PERCENTAGE 40 40 20 100 40 40 20 100

Chart 7.

Naukri Monster Jobs Time

Inference: From the above table it is clear that the 40% of the total respondents are expressed their opinion that the both naukri and monster are the best e-recruiting sources, and remaining 20% are expressed that the jobs time is the other source of e-recruiting.

Table 8.

Do you assess whether the source you depend on is meeting your requirements RESPONDENTS PERCENTAGE 90 10 100 90 10 100

KIND OF OPINION Yes No Total

Chart 8.

Yes No

Inference: From the above table it is clear that the 90% of the respondents expressed their opinion that the source they depending on is fulfilling their requirements, and 10% are expressed that not fulfilling the requirements.

Table 9. Are the current recruitment and management practices are in line with changing times

KIND OF OPINION Agree Disagree Total

RESPONDENTS PERCENTAGE 90 10 100 90 10 100

Chart 9.

Yes No

Inference: From the above table it is clear that the 90% of the respondents expressed their opinion that the current recruitment and management practices are in line with changing times, and 10% are expressed that not in line with changing times.

Table 10.

Do you have any formalized planning to assess the demand and supply manpower needed in your organization RESPONDENTS PERCENTAGE 70 30 100 70 30 100

KIND OF OPINION Yes No Total

Chart 10.

Yes No

Inference: From the above table it is clear that the 70% of the respondents expressed their opinion that the company is following formalized planning to assess the demand and supply manpower needed in their organization, 30% expressed against.

Table 11.

Do you calculate the return o investment on recruitment KIND OF OPINION Yes No Total RESPONDENTS PERCENTAGE 95 5 100 95 5 100

Chart 11.

Yes No

Inference: From the above table it is clear that the 95% of the respondents are expressed their opinion that the company calculates the return on investment on recruitment, and 5% are expressed that the company will not calculate.

Table 12.

What are the aspects that are given highest priority in executive appointment DIMENSIONS Technical Skills Communications Skills Leadership Skills Total RESPONDENTS PERCENTAGE 10 40 50 100 10 40 50 100

Chart 12.

Technical Skills Communications Skills Leadership Skills

Inference: From the above table it is clear that the 50% of the respondents expressed their opinion that the executive positioned applicants require leadership skills, 40% are expressed that the executive positioned applicants must require communication skills, and 10% requires technical skills.

Table 13.

What are the constraints on recruiting efforts DIMENSIONS Image of the organization Internal organizational policies Government influence Recruiting cost Total RESPONDENTS PERCENTAGE 0 10 40 50 100 0 10 40 50 100

Chart 13.

Image of the organization Internal organizational policies Government influence Recruiting cost

Inference: From the above table it is clear that the 50% of the respondents expressed their opinion constraint for recruiting effort is recruiting cost, 40% are expressed that the constraint is government influence, and 10% are expressed that the internal organizational policies.

Table 14.

What are the aspects that are given highest priority in senior executive/managerial positions DIMENSIONS Technical Skills Communications Skills Leadership Skills Total RESPONDENTS PERCENTAGE 20 40 40 100 20 40 40 100

Chart 14.

Technical Skills Communications Skills Leadership Skills

Inference: From the above table it is clear that the 40% of the respondents expressed their opinion that the senior executive/managerial positioned applicants require leadership skills, 40% are expressed that the senior executive/managerial positioned applicants must require communication skills, and 20% requires technical skills.

Table 15.

Where do the companys recruitment process ends DIMENSIONS After receiving the applications After scrutinizing the applications After rejecting the unqualified applications Total RESPONDENTS PERCENTAGE 0 70 30 100 0 70 30 100

Chart 15.

After receiving the applications After scrutinizing the applications After rejecting the unqualified applications

Inference: From the table it is clear that the 70% of the respondents expressed their opinion that the companys recruitment process ends after scrutinizing the applications, and 30% are expressed after rejecting the unqualified applications.

QUESTIONNAIRE
RECRUITMENT PRACTICES

Name of the Employee: Age: Designation: Department: ____________________________________________ _________________ 1. Which is the most effective source of attracting applicants for executive position? a. Employee Referrals b. Walk-in c. Employee leasing 2. Which is the most effective source of attracting applicants for senior executive/managerial position? a. Media advertisement b. Profile available in resume database 3. How the company does recruits fresh graduates? a. Walk-in b. Campus recruitment c. Consultants d. Employee referrals 4. Who are the personnel involve in determining the recruitment criteria? a. Department staff b. Head-recruiter c. Department head with head recruiter 5. Among the recruitment sources which source gets the most acceptable candidates? a. Employee referrals b. Consultants

c. Media advertisement d. Internet e. Walk- in 6. Does the company frame rules (or) boundaries that a candidate for a specific job should be selected from a particular source? a. Yes b. No 7. What are the e-recruiting sources you are depending upon? a. Naukri b. Monster c. Jobs time 8. Do you assess whether the source you depend on is meeting your requirements? a. Yes b. No 9. Are the current recruitment and management practices are in line with changing times? a. Agree b. Disagree 10. Do you have any formalized planning to assess the demand and supply manpower needed in your organization? a. Yes b. No 11. Do you calculate the return o investment on recruitment? a. Yes b. No

12. What are the aspects that are given highest priority in executive appointment? a. Technical skills b. Communication skills c. Leadership skills 13. What are the constraints on recruiting efforts? a. Image of the organization b. Internal organization policies c. Government influence d. Recruiting cost

14. What are the aspects that are given highest priority in senior executive/managerial positions? a. Technical skills b. Communication skills c. Leadership skills 15. Where do the companys recruitment process ends? a. After receiving the applications b. After scrutinizing the applications c. After rejecting the unqualified applications